Ethical Working Standards
MONK MARKETING PARTNERSHIP LTD
1. EMPLOYMENT IS FREELY CHOSEN
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge "deposits" or their identity papers with
their employer and are free to leave their employer after reasonable notice.
2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
2.1 Workers, without distinction, have the right to join or form trade unions
of their own choosing and to bargain collectively.
2.2 The employer adopts
an open attitude towards the activities of trade unions and their organisational
activities.
2.3 Workers representatives are not discriminated against and have
access to carry out their representative functions in the workplace.
2.4 Where
the right to freedom of association and collective bargaining is restricted
under law, the employer facilitates, and does not hinder, the development of
parallel means for independent and free association and bargaining.
3. WORKING CONDITIONS ARE SAFE AND HYGIENIC
3.1 A safe and hygienic working
environment shall be provided, bearing in mind the prevailing knowledge of
the industry and of any specific hazards. Adequate steps shall be taken to
prevent accidents and injury to health arising out of, associated with, or
occurring in the course of work, by minimising, so far as is reasonably practicable,
the causes of hazards inherent in the working environment.
3.2 Workers shall
receive regular and recorded health and safety training, and such training
shall be repeated for new or reassigned workers.
3.3 Access to clean toilet
facilities and to potable water, and, if appropriate, sanitary facilities for
food storage shall be provided.
3.4 Accommodation, where provided, shall be
clean, safe, and meet the basic needs of the workers.
3.5 The company observing
the code shall assign responsibility for health and safety to a senior management
representative.
4. CHILD LABOUR SHALL NOT BE USED
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies
and programmes which provide for the transition of any child found to be performing
child labour to enable her or him to attend and remain in quality education
until no longer a child; "child" and "child labour" being defined in the appendices.
4.3 Children and young persons under 18 shall not be employed at night or in
hazardous conditions.
4.4 These policies and procedures shall conform to the
provisions of the relevant ILO standards.
5. LIVING WAGES ARE PAID
5.1 Wages and benefits paid for a standard working week meet, at a minimum,
national legal standards or industry benchmark standards, whichever is higher.
In any event wages should always be enough to meet basic needs and to provide
some discretionary income.
5.2 All workers shall be provided with written and
understandable Information about their employment conditions in respect to
wages before they enter employment and about the particulars of their wages
for the pay period concerned each time that they are paid.
5.3 Deductions from
wages as a disciplinary measure shall not be permitted nor shall any deductions
from wages not provided for by national law be permitted without the expressed
permission of the worker concerned. All disciplinary measures should be recorded.
6. WORKING HOURS ARE NOT EXCESSIVE
6.1 Working hours comply with national
laws and benchmark industry standards, whichever affords greater protection.
6.2 In any event, workers shall not on a regular basis be required to work
in excess of 48 hours per week and shall be provided with at least one day
off for every 7 day period on average. Overtime shall be voluntary, shall not
exceed 12 hours per week, shall not be demanded on a regular basis and shall
always be compensated at a premium rate.
7. NO DISCRIMINATION IS PRACTISED
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8. REGULAR EMPLOYMENT IS PROVIDED
8.1 To every extent possible work performed must be on the basis of recognised
employment relationship established through national law and practice.
8.2
Obligations to employees under labour or social security laws and regulations
arising from the regular employment relationship shall not be avoided through
the use of labour-only contracting, sub- contracting, or home-working arrangements,
or through apprenticeship schemes where there is no real intent to impart skills
or provide regular employment, nor shall any such obligations be avoided through
the excessive use of fixed-term contracts of employment.
9. NO HARSH OR INHUMANE TREATMENT IS ALLOWED
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
The
provisions of this code constitute minimum and not maximum standards, and this
code should not be used to prevent companies from exceeding these standards.
Companies applying this code are expected to comply with national and other
applicable law and, where the provisions of law and this Base Code address
the same subject, to apply that provision which affords the greater protection.
Note: We have made every effort to ensure that the translations of the ETI
Base Code and Principles of Implementation are as complete and accurate as
possible. However, please note that in both cases it is the English language
documents which should be treated as the official versions.
Michael Monk
Managing Director
Monk Marketing Partnership Ltd
